Related Posts
I think cognizant has the worst HRs, like i dropped an email a couple of weeks ago to re-negotiate my offer but they didn't care to respond. I dropped an email saying I am withdrawing my offer and they still didn't care to respond. Why are they hiring if they don't care? Deloitte USI Tata Consultancy Wipro Accenture India Infosys
HBS interview in 1 hour - tie or no tie?
Bowl Leader
How does @Dentsu India interview process works? I had a total of 5 rounds After first 2 they said they are ok with me but they think I am more suitable for 2 other roles,if I want any of them they will redirect. Then I chose the second JD, i had 2 more rounds of interviews and they said they are happy with me and let the HR do their formalities. But after 3 days when I called HR, i was told they are having few more interviews with other candidates and will confirm me! Dentsu Creative
When is a 3 page resume acceptable?
Conversation Starter
More Posts
Anyone interested in Theo v2?
Conversation Starter
Conversation Starter
Can anyone let me know the levels in Accenture?
I got offer for- Application Developer Senior analyst.
Management level- 10
What’s the hierarchy in Accenture and how is my role compared to my 3.5 yoe.
Total YOE- 3.5
Tech- Data Engineer (PySpark, Big Data, hive, hadoop, python, sql) Accenture Accenture India
Second grade science ideas?
Additional Posts in Advertising
Anyone hiring remote EPs?
Vita Coco ad. Who is responsible for this nonsense?
Hate to say it but uber is definitely in tune
Love waking up to this trash take in my feed.
Layoffs at Omnicom shops today?
New to Fishbowl?
unlock all discussions on Fishbowl.
What’s the very first thing that tends to jump out at you in a creative’s portfolio? The irreducible element that makes you think “ok, this person might be interesting.” (If it’s even categorizable.)
Unique POV and storytelling. I love a portfolio that tells me who the person is without trite, bland, or seen that a million times shit.
Clean layouts. Modern typography. Well organized, easy to navigate, makes sense in UX/UI. No grammatical errors. No spelling errors. No dead links. No old ass irrelevant work. Take the banners from 2010 out please.
Attention to detail. Craft. I do not care about awards at all. They’re nice to know about, but I know how many people touch a project, and how most awarded pieces are the work of many, not one person.
Chats with recruiters always go super well but I can't seem to land a second interview/CD review. Is there anything I can do to improve? Is this more of a book issue or internal? What helps a candidate stand out beyond the initial chat?
I’d love to know what you mean by “really well”.
What are you using to gauge your feelings about the interview?
I can look at your book and see what my initial reaction is. CD’s look at all of my candidates’ portfolios because I do weekly or even twice weekly reviews with my teams. We look at work together. So we are usually in agreement about moving people to next steps. My initial chat is to make sure we’re aligned on comp, working style, skills, growth & career plans, team dynamics.
Are you going to ghost this thread?
Chief
How often do you end up hiring a younger, less qualified person simply because they’re cheaper?
Chief
Thanks for the thorough answer. I’ve found, over and over again, that when I haven’t gotten a role that the people who do are significantly younger and have less experience than I do. I’m in a leadership position, and there aren’t a ton of opportunities at my level so that gets frustrating pretty quickly .
I know there are other reasons people get these roles, but I’m guessing they make less money, too.
Chief
How often do you end up hiring a younger, less qualified person simply because they’re cheaper?
Chief
Do you hire/look through creative portfolios you receive the online submissions I’ve seen on LinkedIn? Or do y’all really use internal referrals more?
Totally asking for a friend 👀
I do almost exclusively passive candidate sourcing. I don’t rely AT ALL on referrals.
I believe referrals have led to a whiter, more male, less diverse, less inclusive, less interesting workplace culture. And certainly has created the *most* boring creative work of all time.
I am always looking for the undiscovered gems. I don’t want to hire more of the same. I will always look at a referral, but studies show peers are not good at evaluating their friends’ work or impact on work.
Would love to get your POV on what makes a director level and above account person stand out?
This is extreme helpful! I know you’re fielding a number of questions, but would love to get your take on how you would actually summarize that in a resume vs. what you VO in the interview?
Late to the party here (👋🇦🇺) how important, really is a ‘personal brand?’ The idea to me feels like capitalism gone mad and it’s cringe. I see people on twitter goal-hanging and showing off with gnomic thoughts. I don’t want to be that guy. Do I need to be?
This is great. Thank you so much for taking the time to reply, it’s really appreciated.
Are pictures more important in women’s portfolios than men’s?
I don’t think it’s necessary TBH. I think having a picture in your about me is fine, but I don’t think it’s more important for one gender vs. the other.
Of course, there is bias in hiring and evaluating portfolios and resumes. So me personally, I often will select a few pieces of work to share with hiring managers, BEFORE sharing LinkedIn or portfolio so teams are looking at the work FIRST. Hope that helps!
And how much leverage does the internal recco system have when it comes to applicants?
The internal Applicant Tracking System? We call them “ATS”. They’re usually really hard to navigate. The UX is terrible. So when you apply for a job, it dumps it into a vast system of folders and tagged pools. We can search and review all of the applications-but you have to understand that there are HUNDREDS (thousands even) of applications to go through. Very time consuming.
If you mean internal referrals? Referrals are often not great. People want to hire their friends. And that’s not the best way to build a strong, diverse team. Also people do not always have an unbiased perspective on their friends/referrals and how they worked in their specific discipline. So an AD might reco a PM or strategist, who they’re friendly with, but never actually worked with.
Pro
What are the main characteristics of the candidates who get hired from agency to big tech?
There is so much context and nuance. I don’t think I can answer this question in a way that’s helpful.
People are looking for different things at different places.
I worked at FANG and absolutely hated it. My boss was a narcissist, toxic POS. Big tech is not the utopia people think it is. I have friends leaving Facebook in DROVES.
Grass is not always greener. Seek happiness and fulfillment in your role wherever you are. Any place can be the best or the worst.
We live in a capitalistic society that values profits over everything. Find your niche and a place that treats you like more than a number on a spreadsheet.
Is ageism real in creative? What if a person has a great book, has leadership skills, charming, professional - the works. She/he looks 32, but you know (you, and only you in the agency) they are 48? Do you present them or not even take a chance?
I’m not surprised it exists. I am well aware that our industry is biased in almost every single way.
But I also know that what I personally am looking for, has nothing to do with age.
Rising Star
If a potential candidate doesn’t respond to your initial email right away, do you hold that against them?
Rising Star
I should email that recruiter back then 🤔
Are you looking to fill a role right now? Asking for a friend.
Rising Star
How overt is ageism in the conversations you have with CCOs?
I don’t talk about a candidate’s age/marital status/whether they are parents/LGBTQIA/etc etc with my hiring managers.
I talk about their work, their ability to do the job, and how capable they are of fulfilling the roles and responsibilities of the job.
Way too many recruiters and talent people are inexperienced, unseasoned, ignorant, and risk averse. So challenging your CCO or ELT who decide to ask about these protected categories are not sure how to handle it.
I am a firm believer that a huge piece of the lack of diversity & inclusive hiring is because talent and HR teams operate in silos with little access to tools and status within an agency because they’re “just Ops” or “non billable and expendable”. So you’ve made it very hard for Talent teams to do their jobs effectively and have way too many people with no training on interview panels and as hiring managers.
Age is NOT A FACTOR in someone’s ability to do the job. People seem to believe wrongly that being “old” can be used against you.
It’s not your age. It’s your presentation, your portfolio, your lack of expertise in current trends and culture, believing in “the way I learned to do it” or “back in my day...”, unwillingness to break with tradition, phoning it in, and being a bad creative director/people manager.
One of the first things I ask CD/GCD/ECDs is “How many hours of manger training, conflict resolution, and resourcing have you done?” Really I don’t care about an award your agency paid to enter in a competition that won 7 years ago. I care about your adaptability, flexibility, leadership, ability to lead and coalesce around an idea, growth mindset, and craft.
The problem is that many of the older white men CD/GCD/ECDs I see a lot of on the market is that their work was never that good but they were referred to jobs by friends and got the job simply by being somewhere long enough to gain a promotion. Yet when you ask these same older white men about what’s culturally relevant, what’s funny, what’s interesting, they have no insights and “just don’t get” 99% of what their diverse, youthful, culturally inclusive team is talking about.